Wellness Case Study

1114 Words5 Pages
Lastly, building a business case for the wellness initiative is an important part of the process. According to previously noted literature review, it makes good business sense. Employees with healthy behaviors, on average, are more productive when at work and incur lower medical costs than workers with less healthy behaviors. In writing a wellness operating plan, several business aspects should be addressed like the overall goal of the program, the specific objectives, the implementation strategies with a timeline, the communication methods to be used, and a detailed budget (Goetzel et. al., 2004). Design Programs to Drive Commitment How to keep it going strong? As previously noted, determining employees’ expectations and promoting programs can help create a more positive perception of the organization and that is important. Therefore, once the assessments have been completed to supply the base line data, employees’ needs and wants have been determined, and the leadership support needed is where it should be, one can almost “jump in” with the activity with an exception of one final item – assessment of readiness of the employees to change. If the assessments used in designing the wellness initiatives contained questions regarding this topic, this information will be at hand. However, it is important to note that employees may move back and forth in the stages of readiness. The employee needs to be “met where he is” and even small steps towards healthier lifestyles need to be encouraged (Kotter, 1996; Lowe, 2004). Additionally, communication is very important and it will be described a little bit later in this paper under its own heading. Furthermore, maintaining interest is an important factor. It is not surprising that just as ba... ... middle of paper ... ...cts interest. Each stage mentioned above is very important to the success of the overall communication plan. In order to drive maximum impact on employee knowledge, perception, and behavior, communications should be well planned out and carried out throughout the entire implementation of the wellness initiative as well as afterwards to keep employees up to speed on what is happening. One again, message consistency is critical in driving wellness participation and commitment. The purpose is to ensure that wellness communications deliver a consistent message, style, and tone to employees (Hunnicutt, et. al., 1999). Research shows that consistency across benefits communications increases employee knowledge and helps change their perception about benefits—which ultimately, impacts their benefits behaviors (Lowe, 2004). See Appendix B for Consistency Checklist Template.
Open Document